Collectivism and Turnover Intention: the Mediating Effect of Organizational Identification

Abstract

This paper response for the new requirement in human resource management activities which are becoming more complex; employees' expectations, behaviour and performance may be different with various national cultures Redding (1990). The study provides the new observations in the relationship of collectivism to turnover intention, and the mediation effect of organizational identification. By developing Hofstede's cultural dimensions theory, this research studies the Eastern organizational behavior through the represent sample of Vietnamese employees who are working at multinational companies in Ho Chi Minh City area. The result shows that the impetus of collectivism thought in the minds of Vietnamese employees, supported by organizational identification can create the interpersonal trust, enhance the sense of psychological and relational benefits, employees are likely to have a more cooperative spirit and higher motivation to maintain their relationship with organization, therefore, reduce the intention to leave. Inside of each definition, the related concept will be discussed. Furthermore, the limitation and the direction for future research in will be discussed in this paper.